Effective Management and Application of Human Resources at HSBC

EFFECTIVE MANAGEMENT
AND APPLICATION OF
HUMAN RESOURCES IN
HSBC

Table of Contents
INTRODUCTION...........................................................................................................................3
SECTION-1.....................................................................................................................................3
OVERVIEW OF COMPANY.....................................................................................................3
Explaining the importance of workforce planning to the goals of the organization....................3
Examining the strengths and weakness of recruitment and selection..........................................3
SECTION-2.....................................................................................................................................3
Analyzing the benefits and limitations of human resource practices...........................................3
Evaluate how relevant HRM is to organizational efficiency, effectiveness and profitability.....3
SECTION-3.....................................................................................................................................3
Explaining the importance of employee relations with respect to influencing HRM decision
making..........................................................................................................................................3
Evaluating the key elements of employment legislation and the impact it has on HRM
decision-making...........................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
The present report is based on the human resource which means that they are set of people who
perform all the important functions of the organization data making a workforce and make
strategies that are business sector then achieving organizational goals. The chosen form of the
report is HSBC is the multinational investment banks. The study will explain the mission and
business objectives of HSBC along with this It will assess the importance of workforce planning
for achieving organizational goal. It will further present the strength and weakness of recruitment
and selection by using different approaches. the report will also discuss about the benefits and
limitations of HRM practices data performed by HSBC along with this it will also evaluate how
important HRM at the time of efficiency and profitability in the organization. Along with this it
really valued the importance of employee relation at the time of human resource decision-
making. Lastly it will also discuss about the key elements of employment legislation along with
applications of human resource management practices.
SECTION-1
OVERVIEW OF COMPANY
HSBC is a type of public limited company deals in giving financial services. The bank was
started on 3 rd. March 1865 in British Hong Kong (The Advantages of Employee Involvement in
Decision Making. 2021). They provide different services that include retail banking, wealth
management, credit cards, insurance and finance, investment banking and corporate banking.
The services of the bank our served across worldwide and headquartered at London, England,
UK. They have a cross 3900 offices In around 65 countries that is Africa, North America, Asia,
Europe and South America with around 38 million customers. The core objective of the bank is
they want to focus on energy and investment where they can meet great difference for their
customer along with that they are transforming themselves by leading the transition to net
ZERO. The mission of the company is that they keep their business away from thrive an
economist to prosper by helping their people to fulfill dreams and hopes and realizing what are

their ambitions. From there throughout history they have been working for growth by connecting
with customer for opportunities.
Explaining the importance of workforce planning to the goals of the organization
Workforce is the most important tangible a search of the organization. Workforce planning is the
top priority of the organization at the time of decision-making and understanding the gap
between execution and intent at the time of achieving the objectives of the company (Lai and
Chen, 2019). Human resource management plays an important role to overcome the barriers that
are faced by workforce planning later related to time frame as many of their managers keep focus
on functioning for results but on the other hand well first planning takes longer time at the time
of meeting the objectives of the year. The importance of our first planning is they make strategic
planning data based on talent planning and head count along with this they also create view that
is related to supply and demand issues that are faced by talent at the time of different areas and
location. The main concept of human resources is to reactive the risk management that is by
developing different metrics which will result in supporting workforce planning.
Examining the strengths and weakness of recruitment and selection
Recruitment is related to searching of right candidate Vito desired knowledge, skills and
experience which will help the organization to fill their job vacancy. The strength of the
recruitment is there external brings new blood a new face in the organization that is they will get
new ideas from there new candidate which will result in wide benefits. They also have wide
range and wide area of job demand which will help the organization to verify and decide which
is best that will suit the company. External candidate are more dynamic with their workforce.
The weakness of recruitment is it is very long process it result in consuming lot of time and
energy of human resource function and they also faces difficulty at the time of handling all the
candidates at the time of selection process. From the wide range of candidates they have to select
best one for their position which will result in using longer time at the selection process.
Selection is the 2 ND process for selecting the right candidate for the right job it includes several
methods that are identifying job vacancy, job analysis, advertising vacancy, sing resume,
shortlisting the candidate, conducting interview and. selecting the right candidate for right jobs.
The strength of selection processes it helps the company to attract the qualified applicants which
will result in achieving all the objectives and goals of the company on the other hand the